Baseline report

Data

• 10 per cent of physical assaults by males against females occurred in the female’s workplace. 
• 17 per cent of physical assaults by females against females occurred in the respondent’s workplace. 
• 73.7 per cent of physical assaults by a male against a male occurred in a non-residential location (includes at work, a place of study, a place of entertainment or recreation, outside, at a motel or serviced apartments, while using or waiting for public transport, in a motor vehicle (car, truck, ute, etc.), or another location). 

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Data source

Personal Safety Survey, via Physical violence, 2021-22 financial year | Australian Bureau of Statistics

Released every five years

Data

In 2021-22, 26 per cent of women who experienced sexual harassment in the last 12 months experienced it at work.

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Data source

Personal Safety Survey, via Sexual harassment, 2021-22 financial year | Australian Bureau of Statistics

Released every five years

Data

In 2022, 56 per cent of Aboriginal and/or Torres Strait Islander peoples have experienced workplace sexual harassment in the last 5 years:

• 59 per cent for Aboriginal and/or Torres Strait Islander women
• 53 per cent for Aboriginal and/or Torres Strait Islander men.

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Data source

Time for respect: fifth national survey on sexual harassment in Australian workplaces | Australian Human Rights Commission

Irregular release

Data

In 2022: 

• 15-17 years: 60 per cent of women, 25 per cent of men
• 18-29 years: 56 per cent of women, 35 per cent of men
• 30-39 years: 45 per cent of women, 32 per cent of men
• 40-49 years: 34 per cent of women, 22 per cent of men
• 50-64 years: 27 per cent of women, 19 per cent of men
• 65+ years: 36 per cent of women, 12 per cent of men.

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Data source

Time for respect: fifth national survey on sexual harassment in Australian workplaces | Australian Human Rights Commission

Irregular release

Data

In 2022-23, 81 per cent of private sector employers with 100 or more employees had a policy or strategy to support employees experiencing family or domestic violence. 

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Data source

WGEA Gender Equality Scorecard 2022-23 | WGEA

Annual release

Data

In August 2023:

• 33.8 per cent of female employees and 19.9 per cent of male employees had an agreement to work flexible hours
• 34.2 per cent of female employees and 28.9 per cent of male employees usually worked from home in their main job

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Data source

Working arrangements, August 2023 | Australian Bureau of Statistics

Released every two years

Data

In 2022-23, 84 per cent of private sector employers with 100 or more employees have a flexible work policy or strategy

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Data source

WGEA Scorecard 2022-23: Australia's Gender Equality Scorecard | WGEA

Annual release

Data

In 2022-23, 7 per cent of private sector employers with 100 or more employees have targets set for men’s engagement in flexible work

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Data source

WGEA Scorecard 2022-23: Australia's Gender Equality Scorecard | WGEA

Annual release

Data

In 2022-23, 63 per cent of private sector employers with 100 or more employees offer some form of paid employer-funded parental leave:

• 21 per cent offer universally available leave
• 42 per cent offer primary carer leave.

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Data source

WGEA Gender Equality Scorecard 2022-23 | WGEA

Annual release

Data

In 2022-23, for private sector employers with 100 or more employees:

• The average length of employer-funded parental leave is 12 weeks for both universally available and primary carer’s leave.
• The average length for secondary carer’s leave is 3 weeks.

In 2022, for Commonwealth public sector employers with 100 or more employees:

• The average length of primary carer’s leave is 15.4 weeks
• The average length of secondary carer’s leave is 4.9 weeks

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Data source

• WGEA Gender Equality Scorecard 2022-23 | WGEA
• Commonwealth Public Sector Gender Equality Snapshot 2022 | WGEA

Annual release

Data

In 2022-23, 21 per cent of private sector employers with 100 or more employees offer universally available leave.

In 2022, 15 per cent of Commonwealth public sector employers with 100 or more employees offered parental leave without a distinction between the primary and secondary carer.

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Data source

• WGEA Gender Equality Scorecard 2022-23 | WGEA
• Commonwealth Public Sector Gender Equality Snapshot 2022 | WGEA

Annual release

Data

In 2022, the incidence of workplace sexual harassment for female-dominated industries was:

• 29 per cent for women and 28 per cent for men in education and training
• 18 per cent for women and 25 per cent for men in health care and social assistance

In 2022, the incidence of workplace sexual harassment for male-dominated industries was:

• 71 per cent for women and 30 per cent for men in electricity, gas, water and waste services
• 62 per cent for women and 25 per cent for men in mining
• 47 per cent for women and 17 per cent for men in wholesale trade
• 29 per cent for women and 8 per cent for men in construction
• 26 per cent for women and 15 per cent for men in transport, postal and warehousing 
• 18 per cent for women and 16 per cent for men in manufacturing

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Data source

Time for respect: fifth national survey on sexual harassment in Australian workplaces | Australian Human Rights Commission

Irregular release

Data

In 2021-22, the work-related injury rate was 3.1 per cent for women and 3.9 per cent for men. The most common industries where injury was experienced were:

• For women, health care and social assistance (27.1 per cent of all injuries experienced by women), education and training (13.8 per cent) and accommodation and food services (12 per cent).
• For men, construction (17 per cent of all injuries experienced by men), public administration and safety (11.6 per cent) and transport, postal and warehousing (11.2 per cent).

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Data source

Work-related injuries, 2021-22 financial year | Australian Bureau of Statistics

Irregular release

Data

In 2022-23, of private sector employers with 100 or more employees:

• 98.5 per cent have a policy or strategy in place on sexual harassment
• Of those with a sexual harassment policy or strategy in place:
  • 97.4 per cent have a formal grievance process
  • 88.7 per cent have training for managers

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Data source

WGEA Scorecard 2022-23: The state of gender equality in Australia | WGEA

Released annually

Data

In 2022-23, of private sector employers with 100 or more employees:

• 79 per cent for gender equality overall
• 88 per cent for recruitment
• 86 per cent for performance management
• 85 per cent for training and development
• 73 per cent for talent identification of high potentials 
• 73 per cent for promotions
• 72 per cent for succession planning
• 70 per cent for retention
• 38 per cent for key performance indicators relating to gender equality

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Data source

WGEA Scorecard 2022-23: The state of gender equality in Australia | WGEA

Released annually

Data

In 2022-23, of private sector employers with 100 or more employees, that offer employer-funded paid parental leave (63%) - 86 per cent pay superannuation on that leave. 14 per cent of employers pay superannuation on government-funded parental leave and 13 per cent are paying superannuation on unpaid leave. 

• 65 per cent pay super only on employer-funded leave
• 7 per cent pay super on employer-funded and government-funded leave
• 7 per cent pay super on employer-funded, government-funded and unpaid leave
• 5 per cent pay super on employer-funded and unpaid leave
• 1 per cent pay super only on government-funded leave. 
• (note these figures may not add up to the above due to rounding)

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Data source

WGEA Scorecard 2022-23: The state of gender equality in Australia | WGEA

Released annually